• Journal of the Korean Home Economics Association
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• v.48 no.10
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• pp.11-23
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• 2010

This purpose of this study was to understand how organizational communication affects organizational conflict and commitment. This study was based on a questionnaire survey of 238 teachers working in kindergartens and childcare centers in all parts of Korea except Jeju-do. This research used the following tools: the organizational communication scale, the organizational conflict scale, and the organizational commitment scale. The results were as follows: First, satisfaction with organizational communication showed statistically significant effects(${\beta}$ = -.529, p < .001) on organizational conflict. Secondly, organizational conflict had a negative correlation(${\beta}$ = -.398, p < .001) with organizational competence. Third, organizational conflict had a moderating effect between organizational communication satisfaction and the organizational commitment. Fourth, communication satisfaction had a moderating effect between organizational conflict and organizational commitment.

• International journal of advanced smart convergence
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• v.12 no.2
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• pp.143-152
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• 2023

This study confirmed the effect of manager's communication type perceived by organizational members on innovative behavior and the mediating effect of organizational culture. In other words, the manager's communication type was statistically positive for organizational members' innovation behavior (Hypothesis 1) and organizational culture (Hypothesis 2). Organizational culture improved innovative behavior of organizational members (Hypothesis 3). In addition, organizational culture played a mediating role between the manager's communication type and organizational members' innovative behavior (Hypothesis 4). In other words, the importance of improving the innovative behavior of organizational members, which is a key factor for advancing organizational sustainability management, was confirmed. It was confirmed that the manager's communication type and organizational culture act as a key factor for the advancement of innovative behavior. Therefore, executives and managers confirmed the importance of systematic managers' communication-type competency development and organizational culture revitalization plans and the necessity of implementing them in order to improve innovative behavior.

• Journal of Korean Academy of Nursing Administration
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• v.18 no.1
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• pp.13-22
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• 2012

Purpose: This study was done to analyze the relationship between organizational communication satisfaction and organizational commitment among hospital nurses. Method: A survey was conducted with 647 nurses who were working in 24 hospitals in Korea. Data were collected during August 2010. Data were analyzed using descriptive statistics, t-test, ANOVA, Pearson correlation analysis, and multiple regression. Results: The mean level of organizational communication satisfaction was 3.15 (min 1.88 -max 4.88) and the mean level of organizational commitment was 3.21 (min 1.33 - max 4.83). There was a statistically significant correlation between organizational communication satisfaction and organizational commitment (r=. 655). According to analysis of the impact of the subconstructions of organizational communication satisfaction on organizational commitment, the following factors had significant influence on organizational communication satisfaction: vertical communication, communication media, and organizational climate. Conclusion: These findings showed that communication satisfaction was the most important factor for nurses' organizational commitment. Therefore, there is a need to develop communication strategies and skills for hospital nurses to increase the level of communication satisfaction.

• The Korean Journal of Health Service Management
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• v.6 no.4
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• pp.165-176
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• 2012

The purpose of this study was to investigate the relationships between organizational communication satisfaction and organizational conflict for nurses. The research design was correlational survey. Two hundred three nurses recruited from 3 general hospitals in D city. The data collected were analyzed with SPSS/win 18.0 using descriptive methods, t-test, ANOVA, Pearson correlation coefficient, multiple regression. The result of this study reported middle levels of organizational communication satisfaction and middle levels of organizational conflict. There were significant positive correlation for organizational communication satisfaction and organizational conflict in the nurses. Significant factors influencing organizational conflict were organizational climate, media quality and personal feedback. Organizational conflict and organizational communication satisfaction management is very important. Based on the study, recommend the following : It is needed that repeat studies and consider to development and education program of the organizational communication satisfaction for nurses in hospital setting.

• Management & Information Systems Review
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• v.27
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• pp.71-99
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• 2008

This study investigates the relationships between three BSC communication attributes(support of organizational culture, message valid, and knowledge sharing) and organizational learning and how that translates into relationship organizational performance in public organization. In this paper, first, past studies on BSC communication and organizational learning that identify the attributes of effective communication and organizational learning in organizational performance are reviewed. Second, a research model, key variables, and three hypotheses tested by PLS(partial least squares) are presented. The data was collected from BSC champions and managers of 53 public organizations in Korea. The results indicate, first, BSC communication (except for support of organizational culture) have not significant related to organizational performance. Therefore, H1 was not supported. Second, the structural path coefficient between support of organizational culture and message valid and organizational learning are statistically significant and in the hypothesized direction. But the knowledge sharing has not significant relationship with organizational learning. Therefore, H2 was partially supported. Third, organizational learning was significantly positively related to organizational performance. H3 was supported. Finally, organizational learning play a significantly positive role in mediating the relationship between BSC communication and organizational performance. The theoretical contributions, limitations, as well as future research directions are discussed at the end of the paper.

• The Korean Journal of Health Service Management
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• v.14 no.1
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• pp.79-91
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• 2020

Objectives: The objective of this study is to present the basic data required for effective communication by identifying the effects of communication within the hospital organization on organizational conflict and organizational performance. Methods: For this study 298 medical workers and general administrative staff working in small and medium hospitals were selected. Results: Upward and downward communication had a negative effect on individual conflict and on upward, and horizontal communication between individuals. Likewise, horizontal communication had a negative effect on conflict between groups. Upward, downward, and horizontal communication are defined based on organizational performance. It has been shown to affect. Conclusions: In order to improve conflict management and performance within hospital organizations, effective communication plans appropriate to the situation and targets have to be developed.

• Journal of Korean society of Dental Hygiene
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• v.15 no.5
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• pp.797-804
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• 2015

Objectives: The purpose of the study was to investigate the influence of organizational communication satisfaction on the job satisfaction, organizational commitment, and turnover intention in the dental hygienists. Methods: A self-reported questionnaire was completed by 227 dental hygienists in Chungnam. The questionnaire consisted of 4 questions of general characteristics of the subjects, 8 questions of interpersonal stress, 12 questions of organizational communication satisfaction, 5 questions of job satisfaction, 5 questions of organizational commitment, and 5 questions of turnover intention. The four variables were measured by Likert 7 point scale. Data were analyzed using SPSS version 18.0 for frequency analysis, t test, one way ANOVA, Pearson's correlation coefficient, and stepwise regression analysis. Sobel test was used to verify the mediating effects. Results: The interpersonal stress was proportional to turnover intention and inversely proportional to the organizational communication satisfaction, job satisfaction, and organizational commitment(p<0.01). The organizational communication satisfaction was proportional to the job satisfaction and organizational commitment, and inversely proportional to turnover intention(p<0.01). The interpersonal stress had a meditating effect between organizational communication satisfaction, and job satisfaction. It also gave the mediating effect between organizational communication satisfaction and organizational commitment. Conclusions: The effective organization management system can enhance the job satisfaction, organizational commitment, and turnover intention reduction in the dental hygienists.

• Journal of Korean Academy of Nursing Administration
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• v.7 no.2
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• pp.193-204
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• 2001

The purpose of this study was to provide basic information for developing effective marketing strategies of nursing organization by identifying the influence of internal marketing factors on the nurses' organizational commitment. The subjects of this study were 256 nurses who were working in the hospital over 1 year at three university hospitals which had more than 400 beds in seoul and kyung-gido. The data were collected by self-reporting questionnaires. The instruments used in this study were the communication form scale developed by Jo(1995), the welfare scale developed by researcher, the education training scale developed by researcher, the organizational commitment scale developed by Mowday, Porter and Steers(1979). The data were analysed by the SAS package using frequency, percentage, mean, standard deviation, Pearson's correlation coefficient and stepwise multiple regression. The results of this study were as follows; 1. In mean score of internal marketing factors in nursing organization, horizontal communication was 3.42, downward communication 3.32, involvement communication 3.08, upward communication 3.00, education training 2.54, welfare 2.51. The meas score of organizational commitment was 3.00. 2. Organizational commitment was positively correlated with upward communication(r=0.48, p=0.0001), education training(r=0.42, p=0.0001), horizontal communication(r=0.36, p=0.0001), welfare(r=0.34, p=0.0001), involvement communication(r=0.25, p=0.0001) of internal marketing factors in nursing organization, but was negatively correlated with downward communication(r=-0.20, p=0.0014). 3. The major internal marketing factors which influence organizational commitment was upward communication. Upward communication explained 23% of organizational commitment. If education training, horizontal communication, welfare and downward communication were added, 38% of the variance would be explained. In conclusion, the results of this study showed that the higher upward communication level among the internal marketing factors was doing more important role in nurses' organizational commitment. Therefore, for improvement of nurses' organizational commitment, it is important to improve upward communication and to develop the education training program among the internal marketing factors.

• Journal of Digital Convergence
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• v.20 no.2
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• pp.479-486
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• 2022

This study tried to identify hospital internal marketing, organizational communication, and the degree of organizational performance targeted at nurses working in university hospitals, and apprehend factors affecting organizational performance. A structured questionnaire, where 239 nurses answered, was used to figure out general features, hospital internal marketing, organizational communication, and organizational performance. Descriptive statistics, Indepented t-test, one-way ANOVA, correlation, and multiple regression analyses were used to analyze the data. The analyzing tool was IBM SPSS 21.0 program. The result of this study was as follows: hospital internal marketing 3.13±0.58 points, organizational communication 3.23±0.48 points, and organizational performance 3.34±0.51 points. Organizational performance showed a positive correlation with hospital internal marketing and organizational communication, and those two explained 61.0% of organizational performance. Therefore, hospital internal marketing strategy - encouraging nurses in individual aspect - and integrated strategy - establishing various communication channels in organizational aspect - are required to increase the organizational performance of nurses.

• Journal of Korean Clinical Nursing Research
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• v.21 no.3
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• pp.347-354
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• 2015

Purpose: The purpose of this study was to investigate the effect of clinical nurses' communication competency and emotional intelligence on organizational performance. Methods: Two hundred and fifty nurses who currently work at two superior general hospitals in Seoul, Korea, participated in the study. Data were collected between March and April, 2015. Global Interpersonal Communication Competence Scale (GICC-15) developed by Hur (2003) was used to measure communication competency. Wong & Law's emotional intelligence scale (WLEIS) developed by Wong & Law (2002) was used to measure emotional intelligence. Organizational performance scale developed by Brewer & Selden (2000) was used to measure organizational performance. Results: The results were summarized as follows: 1) The means of communication competency, emotional intelligence and organizational performance were 3.61, 4.84, and 3.59 respectively. 2) There were positive correlations between communication competency, emotional intelligence and organizational performance. 3) The variance of organizational performance accounted for was 26.0% (adj $R^2=.26$). Conclusion: These findings suggest that developing human resources in nursing is important for better organizational performance.